Rewards & Performance Manager at UnoCasa Limited

Job Description

• We are looking to engage the services of a dynamic Rewards & Performance Manager. This role reports directly to the Human Resources Director.
• The Rewards & Performance Managerwill be responsible for designing, developing, implementing, monitoring, and measuring metrics that affect performance within the company's various business units.
• The ideal candidate would handle all processes involving the design, development, implementation, and management of employees' salaries, bonus, and benefits packages.

The Roles Specific Tasks
Performance Management:

• Design, implement and monitor Yearly Development Review to enable employees and teams understanding of the objectives of the business and to identify how individual and team outputs contribute to the achievement of company’s objectives.
• Work in liaison with Line Managers to establish and support the link between strategic business objectives and people’s day-to-day actions and tasks by implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance.
• Ensure targeted communication and capacity building programs in the Yearly Development Review process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity.
• Manage and coordinate organization-wide efforts to ensure that Yearly Development Review and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with on-going strategic imperatives.
• Work with the business’s Yearly Development Review and Corporate Information Technology Services team to ensure the development, enhancement or acquisition of the Information Technology tools needed to support the performance management activities.
• Keep Executive Committee informed on critical issues concerning the implementation of the Yearly Development Review process; make recommendations to the Executive Committee on key decisions points regarding this process; and seek for guidance from Executive Committee on critical issues.
• Lead initiatives for introducing/maintaining best practices, including benchmarking relevant policies and practices with similar organizations or market leaders, as may be approved from time to time.

Reward Management:

• Monitoring and Researching compensation and benefits policies and plans.
• Prepares and maintains organizational structures, including Job Analysis, Job Classification and Job grading.
• Reviews salary recommendations (merit, equity, promotion) and provides explanations in support of those recommendations. In addition, monitor organization’s salary structure
• Develop and implement competitive benefit packages and remuneration strategy, in alignment with market remuneration conditions and industry benchmarks; ensuring they are in line with legal requirements.
• Ensuring compensation and benefits plans are cost-effective and competitive.
• Comparing benefits and compensation plans, job classifications, and salaries through data and cost analyses.
• Designing reports and recommendations based on research and analysis for senior executive team.
• Preparing and updating job descriptions,
• Ensuring company is compliant with state and federal laws.
• Administering the organization’s benefits programs (e.g., retirement plans, leave policies, wellness programs, insurance policies, etc.)
• Preparation and Processing monthly payroll.
• Preparation of Payroll Journal for SAP postings and interfacing with the bank as well as local Treasury for fund transfer to staff salary accounts.
• Partners Commercial leadership in planning and communicating quarterly sales incentive programs.
• Monthly data collation and calculation of the Sales Incentive Payouts
• Liaises with regulatory authorities Pension Funds Administrators (PFAs), National Housing Fund (NHF), Nigeria Social Insurance Trust Fund (NSITF), Group Life Policy vendors in pay settlements and accounts management.
• Responsible for Strategic Manpower Planning; Strategic Payroll Plan covering the totality of Fixed Pay, Variable Pay and Benefits while working with stakeholders to ensure data integrity and ensuring a feasible, pro-active workforce plan is well executed.

Required Qualifications

• Bachelor's Degree in any Social Science discipline
• 4 - 7 years HR experience, preferably in the FMCG industry
• Qualified member of a relevant professional body
• Good understanding of compensation and benefit.
• Excellent interpersonal skills with the ability to effectively communicate (written and verbal) and interact with all levels of personnel.